Overview
The HR Compliance Manager will own, drive accountability for, and continuously improve a best-in-class HR compliance program that will ensure adherence to NFI standards and all applicable labor law regulations for both U.S. and Canadian operations.
This includes but is not limited to:
- Owning the end-to-end lifecycle of HR policies, including tracking federal, state, and
local regulatory changes to updating the employee portal and handbooks - Driving proactive risk assessments across all workforce classifications and hiring
workflows to eliminate exposure before issues arise - Championing a culture of compliance by behaving as the primary subject matter expert
and trusted advisor to execute leadership on labor law shifts as well as on cross-
functional projects - Leveraging existing and new technology such as AI to drive efficiencies and continuous
improvements in HR compliance - Owning all regulatory training from end-to-end including tracking and reporting
- Strong technical knowledge is important; Taking ownership, driving self and organizational
accountability, and a proactive and strategic mindset are all critical.
The HR Compliance Manager will report to the Director, Corporate HR Operations. Additionally, they will co-lead the management and development of an HR Generalist with compliance and HR operations responsibilities.
Responsibilities
- Own the full lifecycle of labor law compliance, from proactively auditing current policies
and opportunities to rolling out annual policy updates across all operational sites and
training. Drive accountability and take charge of internal opportunities and resolutions,
directly implementing corrective action plans collaboratively and without waiting for
escalation. - Ownership of the E-Verify and I-9 compliance process and program for the organization.
This includes serving as a hands-on, strategic partner on cross-functional projects
and/or technology implementations involving I-9 and E-Verify. It also includes attending
all required meetings and using subject matter expertise to help guide the project
towards to suitable solutions. - Lead the NFI Policy Committee in the review of existing policies and collaborate to
propose updates or new policies as needed in a timely manner. - Responsible for 100% compliance with all state, federal and local labor laws. Proactively
identifies emerging risks, gaps in risk management, and inefficient or outdated company
policies, and proposes action plans to applicable stakeholders to lead the execution on. - Partners with Legal, Talent, HR Operations, and Internal Communications to create
communication plans and materials to deliver effective annual training and education to
all managers and team members regarding all employment law subject matter areas
applicable to NFI operations. - Collaborates with the HR Technology team to prepare data needed to submit to third
party vendors for the AAPs. Monitor and analyze data to identify gaps or trends to help
drive data-based analysis and strategic decision making. - Owns the development of strategic and operational programs, policies, training and
practices, to ensure compliance with government agencies, such as Federal & State
Affirmative Action (AA), Equal Employment Opportunity (EEO) and Office of Federal
Contract Compliance Programs (OFCCP). Responsible for overseeing and ensuring
compliance programs such as but not limited to Affirmative Action Plan, I-9 compliance,
and E-verify are maintained in accordance with government laws and regulations and
NFI’s internal company policies and procedures. - Owns and manages NFI employee hotline. Proactively manages complaints in the
Navex system, regularly shares data and trends with HR Operations leaders, and
manages vendor relationships and contracts with a focus on the cost and value of
services. - Proactively collaborates with the HR Operations team and Legal to identify ethics and
compliance risks and conduct compliance audits and outlines corrective actions for
recommendation. Identifies and prioritizes risks and outcomes. - Work with legal and operational leaders to establish compliance standards, anticipates
emerging compliance trends, and works to improve and tighten internal compliance
controls. - Partners with HR Operations and site leadership to ensure labor law postings are up-to-
date at all facilities through partnership with external vendors. - Performs other duties and responsibilities as assigned by the Director, Corporate HR
Operations.
Qualifications
- 5-7 years of progressively responsible compliance, legal, and/or human resources
experience. Canadian labor law compliance experience preferred. - Bachelor’s Degree required with focus in Legal or Human Resources preferred but not
required. - Professional in Human Resources (PHR), Senior Professional in Human Resource
(SPHR), or a Certified Compliance Professional can be helpful. - 2 - 5 years’ experience working with affirmative action plans, and other compliance
elements in a large organization. Demonstrated competency in standard concepts,
practices, and procedures of affirmative action and compliance - A track record of strategic and proactive partnership in HR Compliance, including driving
measurable continuous improvement and positive results. - Experience in developing and executing compliance training strategies will be important
in this role. - Understanding of the requirements associated with employment law across different
states/countries (US and Canada) to ensure company compliance. - Knowledge at an advanced level of applicable state, federal and local labor laws and
governmental compliance requirements. - Knowledge at an advanced level of FMLA, Disability Leave, and Employment Law
(including National Labor Relations Act, Dept. Labor, Fair Labor Standards Act, ERISA,
and HIPAA) are helpful. - Demonstrated problem solving skills and ability to conduct investigations, review findings
and make sound decisions. - Ability to build and manage strong working relationships and carry high credibility with
cross-functional teams and people leaders, as well as influence at all organizational
levels. - Experience thriving in a fast-paced, dynamic, flexible, team-oriented environment, with
the ability to navigate complex legal issues while maintaining extreme attention to detail. - Excellence in managing multiple projects and priorities in a hands-on manner while
being resourceful and innovative at tackling challenges timely. - Ability to multitask, probe, analyze, and problem-solve issues with minimal guidance.
Highly flexible and adaptable to changing structures and priorities. Analysis and data
manipulation of large and complex data requirements. - Superior written, verbal and interpersonal communication skills. Capable of
communicating effectively with others in both verbal and written format. - Effective communicator with interpersonal tact demonstrating an ability to obtain, distill,
and disseminate pertinent information and build trust and confidence among
stakeholders. - Proficient skills in Microsoft Office Suite, specifically in: Excel, Word, Outlook, Power
Point with focus on advanced Excel skills, including VLOOKUP and pivot tables. - Capability to travel up to 20%. Could be more as business needs dictate.
We are excited to share that the base salary range for this position is $110,000 - $140,000. This position is also eligible for an annual discretionary bonus. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.
Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.
Profit Center
PC-4015
